EXECUTIVE ORDER

Transcription

1 Pam Iorio, Mayor EXECUTIVE ORDER CREATING THE CONTRACT ADMINISTRATION DEPARTMENT AND ASSIGNING THE RESPONSIBILITY OF THE DEPARTMENT OF ARTS AND CULTURAL AFFAIRS TO NEIGHBORHOOD SERVICES WHEREAS, Section 6.08 of the Charter of the City of Tampa authorizes the Mayor to establish, create, combine or abolish offices, departments or boards by executive order approved by a two-thirds vote of the City Council, and WHEREAS, as part of the ongoing emphasis on enhancing the efficiency and effectiveness of City government and in order to provide improved public works, utilities, roadway and infrastructure services to the public, it has been determined that the establishment of a new department for the consolidated administration of design, construction, engineering studies, engineering/architectural and related services type contracts as well as related agreements as assigned by the Administration, will provide streamlining and consistency to the City's accomplishment of said contracts, and WHEREAS, expanding and enhancing the Arts will help establish Tampa as a City of the Arts and in order to improve effectiveness by placing similar functions and responsibilities under the supervision of one administrator, the responsibility of the Department of Arts and Cultural Affairs best serves the City by being assigned to Neighborhood Services; and WHEREAS, it is in the best interest of the citizens of the City of Tampa to implement the changes ordered herein, NOW, THEREFORE, by virtue of the authority vested in me as the Mayor of the City of Tampa by Section 6.08 of the Charter of the City of Tampa and the laws of the State of Florida, I do hereby prescribe and promulgate the following: 1. That the Contract Administration Department is hereby created, together with the offices of Director and Deputy Director of the same. 2. That the functions currently residing in various departments relating to the establishment and execution of design and construction of public improvements and related services for such contracts be hereafter managed, performed and coordinated by the Department of Contract Administration.

2 3. That the Department of Arts and Cultural Affairs shall be transferred from Economic Development to Neighborhood Services. 4. That any and all previous Executive Orders with respect to and in connection with any other department are amended to the extent provided in this order. 5. That this Executive Order shall take effect immediately upon its approval by the City Council of the City of Tampa by a two-thirds vote of the entire City Council as provided for in Section 6.08 of the Charter of the City of Tampa. DONE AND ORDERED this th day of 7- u j,2005. PAM IORIO, MAYOR David L. Smith, City Attorney Approved by 213 Vote of the City Council by Resolution No On this 6th day of Januarv, 2005

3 Pam Iorio, Mayor EXEC ie ORDER a GUIDELINES FOR JUDICIAL FORECLOSURE AND SETTLEMENT NEGOTIATON OF CODE ENFORCEMENT BOARD FINES AND LIENS WHEREAS, Chapter 9 of the City of Tampa Code provides for the imposition of fines and the creation of liens against properties found in violation of City Codes and ordinances by the Code Enforcement Board, and WHEREAS, the Office of the City Attorney is authorized to enforce those fines and liens pursuant to the provisions of Chapter 162, Part I, Florida Statutes, and WHEREAS, it is desirable and in the best interest of the City of Tampa to implement a uniform and comprehensive enforcement policy that will encourage prompt correction of code violations, and WHEREAS, previous policies for the negotiation of Code Enforcement Board fine reductions and judicial foreclosure of liens do not foster the above-stated objectives and do not provide the Department of Code Enforcement with guidelines to govern the selection of liens to refer to judicial foreclosure, NOW, THEREFORE, by virtue of the authority vested in me as the Mayor of the City of Tampa by Section 4.01 of the Charter of the City of Tampa and the laws of the State of Florida, I do hereby proscribe and promulgate the following: 1. The Department of Code Enforcement, in consultation with the Legal Department, will identify on a regular basis those files that are candidates for judicial foreclosure pursuant to the following criteria: The property encumbered by the lien is not homestead-exempt property. The violations giving rise to the liens are serious enough, in nature and frequency, to merit abatement by judicial foreclosure.

4 The City has the capacity to abate the underlying violations in the event that it must take title to the property upon foreclosure sale. The accrued fines are sufficiently high to justify the cost of judicial foreclosure. The City has an existing or prospective use for the property on its own account, or alternatively, the property may be readily marketable to third parties so as to minimize the City expenses for marketing and disposing of the same. When vacant lots are involved, the lot should be buildable unless the City has a present use for the property in a nonbuildable state. The property is not subject to superior encumbrances that would hinder or impede the City's capacity to retain the property for its own use or to market it to third parties. The property is not known or suspected of environmental contamination that may submit the City to incur clean-up costs or regulatory fines or penalties. When such contamination is known or suspected, the property should be referred to the proper regulatory or administrative agency with jurisdiction over such contamination. There are other City of Tampa liens, including special assessment liens, that may also be foreclosed against the property. Once the Department of Code Enforcement has selected a property as a candidate for judicial foreclosure following the foregoing criteria, the Legal Department will perform a legal evaluation and title search of the same to ensure that there are no legal issues that would prevent or hinder the successful foreclosure of the lien or liens. Settlements of cases referred to the Legal Department for foreclosure shall not be governed by the fine reduction guidelines set forth at Paragraph 3 below. The City Attorney's Office shall negotiate any settlement of cases in foreclosure in the same manner as any other litigation case and shall attempt whenever possible to recover the City's litigation costs and expenses. 3. The Legal Department shall be responsible, after the expiration of ninety days from the date a lien order is recorded, to pursue judicial foreclosure of the liens selected by the Department of Code Enforcen~ent and otherwise to pursue the recovery of the fines assessed by the Code Enforcement Board. The Legal Department shall have the authority to negotiate reductions and settlements of these fines pursuant to the following guidelines: On homestead-exempt properties where the violation(s) giving rise to the fine has been brought into code compliance: The lesser of the actual fine amount or $ plus any costs awarded by the Code Enforcement Board for a period up to one year after the date of an order. $ plus any costs awarded by the Code Enforcement Board for the period beginning one year after the date of an order but not exceeding two years from the date of an order.

5 An amount not less than $ plus any costs awarded by the Code Enforcement Board for the period beginning two years after the date of an order but not exceeding three years from the date of an order. After expiration of the third year from the date of an order, an amount not less that $1,000.00, plus any costs awarded by the Code Enforcement Board, but not to exceed the greater of (a) the appraised value of the property (land and structures) for the current year as it appears in the records of the Hillsborough County Property Appraiser's Office or (b) 10% of the purchase price of the property as reflected in a current contract or agreement for sale of the same. On non-homestead exempt property where the violation(s) giving rise to the fine has been complied : Actual fine amount or $ plus any cost awarded by the Code Enforcement Board for a period up to one year after the date the fine began to accrue. $1, plus any costs awarded by the Code Enforcement Board for the period beginning one year after the date the fine began to accrue but not exceeding two years therefroni. $2, plus any costs awarded by the Code Enforcement Board for the period beginning two years after the date the fine began to accrue but not exceeding three years therefrom. After the expiration of the third year from the date of an order, an amount not less than $2, plus any costs awarded by the Code Enforcement Board, but not to exceed the greater of (a) the appraised value of the property (land and structures) for the current year as it appears in the records of the Hillsborough County Property Appraiser's Office or (b) 10% of the purchase price of the property as reflected in a current contract or agreement for the sale of the same. The Legal Department may depart from the foregoing settlement guidelines for good cause shown in the nature of: Illness or physical handicaps. Severe financial hardship or change of financial circumstances. A prospective arms-length purchaser of the property agrees in writing to correct the violatioiis within a time-certain. The Legal Department may waive a fine if the violation(s) giving rise thereto are complied within ten days of the Board deadline and the total accrued fine does not

6 exceed $ Any cost assessed by the Board or incurred in the recordation of an order shall be collected even if a fine is waived. The foregoing guidelines for reductions and settlement of fines will not be applicable to those cases that are referred to the Legal Department for judicial foreclosures. 4. Any and all previous executive orders with respect to and in connection with the judicial foreclosure of liens and the enforcement and collection of Code Enforcement Board fines are hereby repealed to the extent they conflict with the provisions of this Order. 5. This Executive Order shall take effect immediately upon its execution. DONE AND ORDERED this a4y"day of Gebrkafq, Approved as to form:, PAM IORIO, MAYOR David L. ~~nith, City Attorney

7 Pam Iorio, Mayor EXECUTIVE ORDER CREATING THE DEPARTMENT OF CODE ENFORCEMENT WHEREAS, Section 6.08 of the Charter of the City of Tampa authorizes the Mayor to establish, create, combine or abolish offices, departments or boards by executive order approved by a two-thirds vote of the City Council, and WHEREAS, as part of the ongoing re-organization of City government and in order to provide improved services to neighborhoods and ensure the uniform and proactive enforcement of those portions of the City of Tampa Code previously administered and enforced by the Division of Neighborhood Improvement, it has become necessary to upgrade that Division to the level of a Department to be known hereafter as the Department of Code Enforcement, and WHEREAS, it is in the best interest of the citizens of the City of Tampa to implement the changes ordered herein, NOW, THEREFORE, by virtue of the authority vested in me as the Mayor of the City of Tampa by Section 6.08 of the Charter of the City of Tampa and the laws of the State of Florida, I do hereby proscribe and promulgate the following: 1. The Department of Code Enforcement be and the same is hereby created. 2. That the Division of Neighborhood Improvement be and the same is hereby abolished. All powers, functions and authority heretofore exercised by the Division of Neighborhood Improvement, its officials and employees, including but not limited to the powers granted in and the enforcement of the provisions set forth at Chapters 19 and 27 of the City of Tampa Code shall be hereafter taken over by and performed by the Department of Code Enforcement through its Director and other officials and officers. 3. That any and all previous Executive Orders with respect to and in connection with the Department and Divisions formed herein are amended to the extent provided in this order. 4. That this Executive Order shall take effect nunc pro tunc April 23, 2003, upon its approval by the City Council of the City of Tampa by a two-thirds vote of the entire

8 City Council as provided for in Section 6.08 of the Charter of the City of Tampa DONE AND ORDERED this 24%y of 6 bfchn, Approved as to Form: PAM IORIO, MAYOR David L. smith, City Attorney Approved by 213 Vote of the City Council by Resolution No on this day of, 2005.

9 EXECUTIVE ORDER NO.~/N- '/ Under and by virtue of the authority vested in me as Mayor of the City of Tampa by the Charter of the City of Tampa and the laws of the State of Florida, I hereby prescribe and promulgate the attached personnel policy: B8.1 SICK LEAVE - Done this 19th day of January,2005 Pam Iorio, Mayor City of Tampa 306 East Jackson Street - 1st Floor North Tampa, Florida (813) FAX: (813) k$ TampaGov

10 City of Tampa Procedures and Standards Personnel Manual B. DIRECTIVES AND BENEFITS 08.1 Sick Leave 1. Purpose - The City of Tampa grants sick leave to eligible employees to provide continued income during employee illnesses. 2. Eliqibility - All full-time employees accrue sick leave. A full-time employee is assigned 40 hours per week. 3. Accumulation - An eligible employee shall accrue 1.9 hours of sick leave per weekly payroll period; 3.8 hours per bi-weekly payroll period. Leave is calculated in tenths of an hour. Sick leave is accrued on the date it appears on the employee's paycheck leave balance. 4. Partial Accumulation - In the event of a new hire or termination, partial sick leave shall accrue according to the first or last day the employee actually worked or was on paid leave. 5. Disaualifications - Any time during which an employee is on any type of leave without pay (i.e., suspensions, leave of absence, unpaid military leave, absence without pay, or absence without leave) shall not be credited toward the calculation of sick leave accrual for the payroll period. 6. Unlimited Accumulation - There is no maximum amount of sick leave which an employee may accumulate. 7. Use of Sick Leave a. Sick leave shall be allowed in cases of: 1) Actual illness or disability; or 2) Medical and dental appointments; or 3) To provide care for an ill child, spouse, other legal dependent, parent, family member, or any other member of the employee's immediate household. This provision is limited to a maximum of 40 hours per calendar year. ISSUE DATE Jannary 19, 2005 APPROVED BY PAGE PAGES B8.1-1!F 3 I.

11 + Personnel Manual B. DIRECTIVES & BENEFITS 88.1 Sick Leave b. An employee may be authorized the use of sick leave as soon as it is accrued. c. The supervisor may require acceptable medical substantiation from a licensed physician before authorizing sick leave, if the amount of sick leave requested exceeds three days; or if the supervisor feels the employee is abusing the use of sick leave. Acceptable medical substantiation from a licensed physician shall be required in the case of concerted use of sick leave (i.e., a predetermined day that a group of employees request sick leave). The City requires medical substantiation when any employee utilizes sick leave contiguous with separation from employment. 8. Illness During Authorized Annual Leave - An employee while on authorized annual leave may request the annual leave be changed to sick leave when circumstances change and the employee would have been authorized for use of sick leave per #7 (above). 9. Request For Leave a. When requesting sick leave for medical and dental appointments, a Request for Leave form must be submitted to and approved by the immediate supervisor in advance. b. When requesting sick leave due to illness, an employee must call the immediate supervisor within 30 minutes of the start of the work shift, unless the department has established a written policy which requires the employee to call prior to the employee's workday. Employees must call the immediate supervisor each subsequent day if the absence continues. Upon returning from sick leave, the employee must submit a Request for Leave form to the immediate supervisor. c. Exempt employees are not charged sick leave for absences of less than one day. The employee must prepare an Authorized Absence Request Form and present it to the supervisor for authorization either prior to the absence or upon return to work, as circumstances dictate. Absences for full days must comply with request procedures in 9a and b above. 10. Exhaustion of Sick Leave - When an employee exhausts sick leave, there shall be no advancement or borrowing of any type of leave. The employee may be authorized to use annual leave, leave without pay or request a medical leave of absence without pay. ISSUE DATE January 19, 2005 PAGE PAGES B8.ly I 4

12 Personnel Manual B. DIRECTIVES & BENEFITS B8.1 Sick Leave * Pavment of Unused Sick Leave a. Employees granted a longevity, deferred, or disability retirement and who have ten years of continuous service with the City shall receive a lump sum payment equal to one-half of the employee's accumulated sick leave at the rate of pay as of the date of separation. An employee who is dismissed from the City and subsequently obtains any type of retirement is not eligible for payment. b. A lump sum equal to 75% of the employee's accumulated sick leave at the rate of pay as of the date of separation will be paid only if the separation is because of the death of the employee, in which case the money is paid to the employee's legal heirs. 12. Exception - Any type of temporary (under 180 days), on the-job training program, or casual employee does not accrue sick leave. a ISSUE DATE January 19, 2005 PAGE B8.1-3 OF 3 I *

13 EXECUTIVE ORDER NO. &&=d- Under and by virtue of the authority vested in me as Mayor of the City of Tampa by the Charter of the City of Tampa and the laws of the State of Florida, I hereby prescribe and promulgate the attached personnel policy: B32.2 Employee Involvement Program - Mentoring Program Donethis 9th dayof February,2005 " Pam Iorio, Mayor City of ~ amh 306 East Jackson Street - 1st Floor North 0 Tampa, Florida (813) FAX: (813)

14 City of Tampa Procedures and Standards Personnel Manual B. DIRECTIVES AND BENEFITS Employee Involvement Program - Mentoring Program B32.2A. Policy 1. Purpose - The purpose of this policy is to provide and encourage a flexible means by which City of Tampa employees can volunteer in the local school system and community programs focused on mentoring. The City recognizes that City of Tampa employees have a long history of commitment to volunteer service in the community beyond their employment responsibilities. 2. Elisibilitv and Use. - All full time employees may be granted up to one hour of Mentoring Leave per week. An additional % hour for travel time may be utilized per usage of Mentoring Leave. a. Use of Mentoring Leave is limited to within the employee's normal total number of work hours in the work week of the employee so that the approval of the leave will not cause the employee to exceed the normal assigned hours per workweek. Mentoring Leave is not intended to cover every possible hour of participation in a program by an employee, however, employees may also be authorized the adjustment of their work hours and/or the use of accrued annual leave or compensatory time in combination with the use of Mentoring Leave. b. When special events warrant, an employee may aggregate the use of up to four hours for the month or combine hours within the month (for example, 2 hours in one week and 2 hours in another week; 1 hour in one week and 3 hours in another week) to participate in a specific mentoring activity. However, it is preferred that employees make use of the time by scheduling one hour per week so that they consistently participate in a the program. 1) In the event that an'employee utilizes four hours of Mentoring Leave for one event within the month, they may not use any additional Mentoring Leave until the commencement of the following month. 2) In the event that an employee utilizes a combination of hours, the % hour travel time (per usage) is not adjusted. For example, the total balance of Mentoring Leave with two usages of two hours each plus travel is five hours; four usages I 7 ISSUE DATE APPROVED BY PAGE PAGES February 9, 2005 a32-2-1!f 2 I I

15 Personnel Manual B. DIRECTIVES 8 BENEFITS Emp. Involve Program - Mentoring Program 3 b of one hour each plus travel is six hours; one usage of four hours plus travel is 4 '/2 hours). m c. In the event that an employee does not use Mentoring Leave, the employee shall not accrue or be paid for said leave. Time is noncumulative and will not carry over beyond a one month period. d. Mentoring Leave does not count as hours worked for purposes of calculating overtime. e. Mentoring Leave is considered to be time off from work. An employee is not entitled to mileage reimbursement, is not covered by City Workers' Compensation, and for any other purpose is not considered to be on City time during the time period. Travel shall not include the use of City vehicles unless the vehicle is permanently assigned to the employee as a "take-home" vehicle and the use has the approval of the Department Director. f. Approval of the use of Mentoring Leave shall be balanced with the needs of the workplace such that no one individual or time of the month is disproportionately impacted. The department shall take into consideration the impact of such leave on the employee's work unit, the needs of the workplace, and the impact on the ability of the work unit to accomplish its mission. 1) Mentoring Leave shall not be approved when such approval can reasonably be expected to result in the required payment of overtime to other employees or otherwise cause an overtime situation within the City. g. An employee must prepare a Request for Leave form and present it to the immediate supervisor for authorization prior to the actual use of Mentoring Leave. For implementation purposes, employees shall select "Other" on the leave form and indicate "MTR" (Mentoring Leave). The supervisor may require confirmation from the program receiving the employee's service. 3. Program Eligibility - Programs eligible for the use of Mentoring Leave by employees shall be approved in advance by the Mayor and employee participation shall be coordinated by the City's Youth Corps & Volunteer Coordinator, Parks & Recreation Department. The employee must be engaged as an active volunteer rather than a spectator. I ISSUE DATE February 9, 2005 t r PAGE I PAGES,. L A

16 Under and by virtue of the authority vested in me as Mayor of the City of Tampa by the Charter of the City of Tampa and the laws of the State of Florida, I hereby prescribe and promulgate the attached personnel policy: B7. ANNUAL LEAVE Done this 21st day of February,2005 L & Pam Iorio, Mayor City of Tampa 306 East Jackson Street - 1st Floor North Tampa, Florida (813) FAX: (813)

17 City of Tampa Procedures and Standards Personnel Manual B. DIRECTIVES AND BENEFITS Bi'. Annual Leave B7A. Policy Eligibility All full-time employees accrue annual leave. A full-time employee is assigned 40 hours per week. Accumulation An eligible employee shall accrue 1.9 hours of annual leave per weekly payroll period; 3.8 hours per bi-weekly payroll period. Leave is calculated in tenths of an hour. Annual leave is accrued on the date it appears on the employee's paycheck leave balance. Partial Accumulation In the event of a new hire or termination, partial annual leave'shall accrue according to the first or last day the employee actually worked or was on paid leave. Maximum Accumulation a. A total of 240 hours of annual leave is the maximum that may be carried past the end of the calendar year. b. Any accumulation above the maximum 240 hours shall be transferred to the sick leave account at the end of the calendar year. This transfer will occur on the last day of the last payroll cycle of the calendar year. Bonus Leave Accrual a. Bonus hours will be credited annually to an employee's annual leave balance for each five years of continuous employment according to the following schedule: UE DATE P&ruary 21, 2005 APPROVED BY y PAGF4 P

18 +. Personnel Manual 6. DIRECTIVES & BENEFITS 67. Annual Leave I A FOR SERVICE OF BUT LESS THAN NUMBER OF AT LEAST THAN BONUS HOURS 5 years 1 0 years 15 years 20 years 25 years 30 years 35 years 40 years 45 years 10 years 15 years 20 years 25 years 30 years 35 years 40 years 45 years 50 years Definition - Continuous employment is defined as the period of employment not interrupted by resignation, dismissal, retirement, quitting without notice, or termination. The length of a leave of absence (except a Workers' Compensation Leave of Absence), suspension, or lay off in excess of 30 calendar days shall not be credited towards continuous service for the purpose of calculating annual leave bonus days. Continuous service is not adjusted due to absences while on Workers' Compensation. c. Crediting of bonus hours shall occur on the first day of the payroll cycle at the beginning of the calendar year. d. Sworn police non-bargaining unit and managerial employees (Captains, Major, Deputy Chief, Assistant Chief, and Police Chief) shall receive the annual leave bonus hours provided in the PBA Contract. 6. Disqualifications - Any time during which an employee is on any type of leave without pay (i.e., suspensions, leave of absence, unpaid military leave, absence without pay, or absence without leave) shall not be credited towards the calculation of annual leave accrual for the payroll period. 7. Use of Annual Leave a. The employee's supervisor may authorize an employee to use accrued annual leave for any purpose as long as it has no direct conflict with employment. b. Annual leave may not be used by an employee who is a candidate for public office. a ISSUE DATE February' 21, 2005 b PAGE PAGES B7-2 JF 3 I B

19 3 - Personnel Manual 6. DIRECTIVES & BENEFITS 67. Annual Leave J c. During the first six months of employment the employee shall not be authorized the use of annual leave. Effective December 1, 2004 exceptions shall be permitted with the authorization of the Chief of Staff. d. An employee must prepare a Request for Leave Form (DA-24) and present it to the immediate supervisor for authorization prior to the actual use of annual leave. e. An employee shall be granted at least ten days of annual leave during any year, if properly requested. f. Exempt employees are not charged annual leave for absences of less then one day. The employee must prepare an Authorized Absence Request Form and present it to the supervisor for authorization prior to any absence of less than one day. Absences for full days must comply with request procedures in 7.(e) above. Exhaustion of Annual Leave - An employee who exhausts his or her annual leave may be authorized to use leave without pay or request a leave of absence. (See B11. Leave of Absence and B9. Absence Without Pay.) Illness During Authorized Annual Leave - An employee while on authorized annual leave may request the annual leave be changed to sick leave when circumstances change and the employee would have been authorized for use of sick leave per B8.1. Advance Pav - Employees may request advance pay for annual leave that has been accrued prior to going on annual leave subject to the rules and procedures of the City. Pavment for Unused Annual Leave - Upon termination, an employee will be paid a lump sum for unused annual leave up to but not exceeding 240 hours at the rate of pay as of the date of termination except when: a. An employee has less than six months continuous service with the City; b. An employee who fails to give 14 calendar days notice prior to termination shall have one day of leave deducted for each calendar day short of 14 days. Exception - Any type of temporary (under 180 days), on-the-job training program, or casual employee does not accrue annual leave. I ISSUE DATE. February 21, 2005 PAGE PAGES I.b

20 EXECUTIVE ORDER NO. A0o5 * Under and by virtue of the authority vested in me as Mayor of the City of Tampa by the Charter of the City of Tampa and the laws of the State of Florida, I hereby prescribe and promulgate the attached personnel policy: B18.3 MANAGERIAL SALARY ADMINISTRATION Done this 9th day of March,2005 Pam Iorio, Mayor City of Tampa 306 East Jackson Street - 1st Floor North Tampa, Florida (813) FAX: (813)

21 City of Tampa Procedures and Standards Personnel Manual B. DIRECTIVES AND BENEFITS B18.3 Managerial Salary Administration - 2 Bl8.3A Policy 1. Salary Range a. A salary range shall exist for all managerial positions ("M" pay grades) and appointed unclassified positions ("A pay grades). b. Each employee's salary will be within the range specified for the position. c. It is the intent of this policy that employees shall be paid initially at the lower or beginning of the salary range and shall receive increases based on performance. Employees with sustained performance should achieve salaries at the maximum of the ranges. Cases of significant recruitment or retention problems, serious salary compression issues, or specialized technical skills may demonstrate the need for a higher initial salary. It is also recognized that the managerial salary ranges overlap subordinate salary schedules in a manner consistent with the salary administration for other City employees and that a manager may be compensated initially at a rate less than subordinates who have reached the higher steps of their pay grades through merit and longevity or due to specialized technical skills. d. The Managerial Salary Schedule and Appointed Unclassified Salary Schedule may be adjusted at the discretion of the Mayor. 2. New Hires A new employee, regardless of position status is placed at the beginning of the pay range unless prior authorization has been obtained from the Director of Human Resources. 3. Across the Board Increases Employees will receive across the board increases at the discretion of the Mayor. ISSUE DATE March 9, 2005 A APPROVED BY PAGE PAGES B ' 4

22 Personnel Manual 0. DIRECTIVES & BENEFITS B18.3 Managerial Salary Administration 4. Merit Increases a. Merit increases may be awarded to employees upon completion of the initial one year review period and annually thereafter. Policy considerations specified in Ic may result in approval of exceptions. The date of the merit increase is considered the Salary Review Date. 5. Promotions 1) Merit increases shall be determined annually by the Mayor for the duration of the fiscal year. The comparable percentage amounts shall not be less than the amounts determined for the City's Supervisory and Professional employees. 2) Individual merit increases shall be based on the employee's performance after completion of the performance evaluation. Evaluations may be completed as often as the reviewer determines but must be completed annually even if the employee is at the maximum of the pay range. The applicable salary increase is applied to the employee's salary effective on the Salary Review Date. 3) Managerial and appointed unclassified employees (including attorneys) may be eligible for an additional lump-sum bonus payment up to the amount of the annual merit increase. Said payment shall not become a part of the employee's base salary and shall not be included in the calculation of future pay increases. Payment shall only be authorized based on extraordinary and exemplary performance andlor the assignment of a special project, temporary increase or change in duties, or other significant responsibility. Bonus payments require the recommendation of the Department Director andlor Administrator (if applicable) and the approval of the Mayor. a. A promotion is a change from a position in a lower classification to a position in a higher classification involving an increase in duties and responsibilities and an increase in pay. b. The employee is placed at the beginning of the pay range or at the rate of pay which provides a minimum of a 5% increase, whichever is higher. Policy considerations specified in Ic may result in approval of exceptions. ISSUE DATE March 9, 2005 PAGE OF , *

23 Personnel Manual B. DIRECTIVES & BENEFITS B18.3 Managerial Salary Administration c. A promotion generates a new salary review date one year from the effective date of the promotion and annually thereafter. Policy considerations specified in I c may result in approval of exceptions. 6. Rearading If an employee is eligible for an annual salary review for the current fiscal year within three months of a promotion, then the employee is eligible to receive, at the time of promotion, an additional amount equal to the increase the employee would have received but for the promotion. If an employee is promoted within three months prior to the annual salary review for the next fiscal year, then the employee is eligible to receive, at the time of the original salary review date, an additional amount equal to the increase the employee would have received but for the promotion. a. Regrading is a change in the pay grade assigned to a given class of work. The duties and responsibilities usually remain the same. An employee who receives a higher salary grade (or is regraded from a non-managerial schedule to a managerial salary grade), is paid at the same rate of pay and retains the same salary review date. b. Exception. In the event that the employee's rate of pay is below the minimum of the new grade, the employee's rate of pay shall be made equal to that minimum. The salary review date does not change. 7. Reclassifications A reclassification is a change in the employee's position classification caused by a change in the nature of the work required by the position. A reclassification to a higher level position is based on an increase in duties, responsibilities, and employment qualifications and is treated as if it were a promotion for the purposes of pay determination. A reclassification to a lower level position is treated as if it were a voluntary demotion (see B18.1, 4 and B18.1,6,c). 8. Other Personnel Transactions Demotions, transfers, regrades down, or other personnel transactions shall be administered consistent with B18.1. I ISSUE DATE March. 9, 2005 PAGE OF >

24 Personnel Manual B. DIRECTIVES & BENEFITS I B18.3 Managerial Salary Administration - 9. Authorization All managerial and appointed unclassified pay rate transactions require the express approval and written authorization of the Director of Human Resources. ; ISSUE DATE March 9, * PAGE OF

25 EXECUTIVE ORDER ~0.-&?005-8 V Under and by virtue of the authority vested in me as Mayor of the City of Tampa by the Charter of the City of Tampa and the laws of the State of Florida, I hereby prescribe and promulgate the attached personnel policy: 21.1 MANAGERIAL SALARY SCHEDULE Done this 4 day of /l4a,il,2005 I. Pam Iorio, Mayor City of Tampa 306 East Jackson Street - 1st Floor North Tampa, Florida (813) FAX: (813) G~ampa~ov

26 Range' FY 05 Managerial Salary Schedule Effective April 1, 2005 Minimum Maximum M-A Hourly* 2, Biweekly 76, Annually M-B MC.- M-D M-E M-F M-G M-H M-l M-J M-K M-L M-M M-N Hourly rates are indicated for computer and accounting purposes only.

27 CITY OF TAMPA Pam Iorio, Mayor EXECUTIVE ORDER NO Under and by virtue of the authority vested in me as Mayor of the City of Tampa by the Charter of the City of Tampa and the laws of the State of Florida, I hereby prescribe and promulgate the attached personnel policy: B40. Emergency Conditions Done this loth day of June,2005 -L.A Pam Iorio, Mayor City of Tampa 306 East Jackson Street - 1st Floor North Tampa, Florida (813) FAX: (813) c~ampa~ov

28 B40A. City of Tampa Procedures and Standards POLICY I Personnel Manual 1 B. DIRECTIVES AND BENEFITS Emergency Conditions I I 1. Purpose - The purpose of this policy is to provide direction regarding employee work assignments and pay status during an impending or declared disaster or declared emergency conditions and, when applicable, during the recovery period. This includes situations due to severe inclement dangerous weather and other types of emergency situations. Departments shall refer to the City's Emergency Operations Plan for execution of response activities and emergency roles. a. This policy shall not apply to bargaining unit sworn fire or bargaining unit sworn police personnel. 2. Declaration of Emerqencv Conditions. The provisions and procedures contained in this policy shall be implemented only upon authorization of the Mayor. Even if other government officials have declared emergency status, this policy applies & o when the Mayor has declared emergency conditions. It is recognized that upon declaration of an emergency status, collective bargaining contracts are suspended for the duration of the emergency. This means that the City may suspend time frames for grievances, seniority, disciplinary actions, processing pay changes, and other personnel transactions until the emergency period is no longer in effect. 3. Job Duties. In order to continue to address the needs of the community, in emergencies, and to provide essential services, employees may be temporarily assigned to duties other than the essential functions of their regular position and/or be assigned to work at different job sites. 4. Emercjencv Phases. For purposes of job assignments and pay status, emergency conditions are addressed according to three phases as follows: a. Pre-Impact Period - This is the time period prior to the impending disaster. This period includes emergency response preparation activities and preventative - ISSUE DATE APPROVED BY PAGE PAGES June 10,

29 t Personnel Manual B. DIRECnVES & BENEFITS 2 B40. Emergency Conditions measures by the City of Tampa departments in preparing for the impending emergency. b. Emergency Period - This is the time period during which emergency response activities and restoration of critical services are conducted to protect life and property, and most normal city services are suspended. c. Post Impact/Recovery Period - This is the time period during which activities are conducted to restore the City's infrastructure and services to pre-disaster conditions, and some city services may be suspended. 5. Em~lovee Emerclency Status. All employees shall be assigned an Employee Emergency Status. a. Emergency Assigned Employees are those employees who are assigned duties that require that they report during the Pre-impact or Emergency periods. Dismissal or work-site closure announcements do not apply to these employees unless instructed otherwise. b. Non-emergency Assigned Employees are those employees who are not required to work during the pre-impact or emergency periods, when normal city services have been suspended. c. All City employees are considered to be Post-impact Assigned Employees. 6. Pre-Impact Period. The determination to close work sites either entirely or partially, and/or to implement disaster/ emergency duties for City employees is at the sole discretion of the Mayor. Accordingly, the Mayor may determine that non-emergency employees at all or certain work sites are to have an early work dismissal, late work arrival, or site closure for one or more work shifts. a. Individual Leave Requests for Familv Obliclations - Individual employees may face special family situations (i.e. when employees are expected to report or remain at work but schools open late, are closed, or close early and no alternative childcare is available). If an I ISSUE DATE June 10,2005 PAGE OF B40-2 I 7 *

30 + Personnel Manual 8. DIRECTIVES & BENEFITS employee is not designated to report for emergency duty work, supervisors are advised to be flexible to the extent possible and approve annual leave for the employee to handle the situation. If employees are designated to report for emergency duty work, the Department Director may authorize, up to the end of the employee's current shift, paid time to make the appropriate family arrangements prior to reporting to the emergency duty work assignment. b. Early Work Dismissal - Employees will be informed by their supervisor in the event that an early work dismissal has been authorized by the Mayor. Supervisors shall not permit employees to be dismissed without verification through the department director that authorization by the Mayor has occurred. Rumors or announcements by unauthorized personnel shall not be considered to be a factual basis for this determination. c. Work Site Closures or Late Work Arrival - If known prior to the employees' departure from work, employees will be informed by their supervisor in the event that their work site will be closed or will be utilizing a late work arrival time. Supervisors shall not inform employees of information without verification through the department director that authorization by the Mayor has occurred. Rumors or announcements by unauthorized personnel shall not be considered to be a factual basis for this determination. d. Pre-Impact Pay Status 940. Emergency Conditions 1 Non-Workina Emplovees - Employees who are authorized to be dismissed from work due to an early work dismissal, late work arrival time, or other closing of the work site, shall receive regular pay for all hours not worked during their regularly scheduled shift. a) Employees directed to NOT report to work (or to cease work during the day) as I ISSUE DATE June 10,2005 I PAGE OF

31 Personnel Manual B. DIRECTIVES & BENEFITS Emergency Conditions B specified in 'b" and 'c," below, shall be recorded as Emergency Duty Relief (EDR) on the payroll. No deductions are made from the employees' leave accounts. b) Determination of EDR status shall be made on a frequent basis and shall not exceed a maximum of three workdays. c) Employees who are on sick leave or annual leave status during the EDR status period, shall remain on the sick or annual leave status and shall not be eligible for EDR. d) Employees on normal day(s) off shall not receive EDR pay. 2) Working Em~lovees a) Employees who are required to work during the EDR status shall receive EDR pay for the equivalent time period and shall be paid for all hours actually worked. Hours actually worked shall be indicated as Emergency Duty Work (EDS- Emergency Duty Work Straight Time; ED0 - Emergency Duty Overtime-15O0/o). b) Only those employees required to work in support of emergency response activities shall be authorized to work. Authorization shall include employees who are ordered to work as well as employees who volunteer and are selected to fill an emergency duty. c) Compensation for the hours actually worked as Emergency Duty Work (EDW) will be paid at the appropriate overtime rate, if all other assigned hours are worked during the week of the emergency. There is no guaranteed I ISSUE DATE L June 10,2005 PAGE OF B

32 h Personnel Manual B. DIRECnVES & BENEFITS B40. Emergency Conditions number of work hours during an emergency. Employees are relieved from emergency work at the earliest opportunity. Emergency Duty Relief (EDR) and Emergency Duty Work (EDS, EDO) count as hours worked for purposes of calculating overtime. A d) The appropriate overtime rate referenced above shall be the overtime rate determined by the applicable overtime policy depending on the employee's type. However, for purposes of this policy only: (1 Supervisory employees (grade 'S"), professional or technical employees (grade 'N') employees, Police Lieutenants (grade P-10) and Police Captains (grade P-14) shall receive payment at 100% of their rate of pay (straight time) rather than the crediting of compensatory time as provided in Managerial and appointed unclassified employees shall be credited Emergency Duty Bank (EBC) time which provides compensatory time equivalent to 100% straight time for the additional hours worked rather than no credit as provided in 4.1. Exception: Administrators and Department Directors shall not be eligible and shall not receive any additional compensation or compensatory time credit for additional hours worked. 7. Emerqencv Period. Work assignments and pay status shall be implemented during the Emergency Period as provided in the Pre-Impact Period specified above. ISSUE DATE June 10,2005 PAGE OF I 7 A

33 I Personnel Manual I B. DIRECTIVES & BENEFITS I 940. Emergency Condition 8. Post-Impact/Recoverv Period. If some city services remain suspended during the post-emergency period, an employee must be working at their designated City position, a designated official recovery assignment, a designated assignment with the City's Employee Volunteer Program, as an approved official volunteer in their community, or be on approved leave to receive pay. a. In the event that an employee is unable to report for their assigned recovery duties, the employee may request annual leave (or leave without pay if annual leave is exhausted). b. Any employee not performing their assigned recovery duties shall not receive pay during the Post-Emergency Period unless they are on an approved paid leave status. c. Work that qualifies for the designated assignments with the City's Employee Volunteer Program, when implemented, or, as an approved official volunteer in the employee's community shall be determined by the Department of Human Resources with the concurrence of the Emergency Coordinator. Information and instruction regarding these programs, verification of hours worked by other agencies, and other policies and guidelines will be implemented by the City at a future date. 9. Emerqency Information. The primary Emergency Broadcast System (EBS) stations are WYNF (94.9 FM), WRBQ (1320 AM and FM), and WFLA (970 AM), although most television/radio stations remaining in service will be providing essential emergency information to the community. Employees are encouraged to monitor these stations for instructions regarding work closures and work re-opening. In the event of conflicting or uncertain information, employees must confirm information with their supervisors. 10. Sworn Firelsworn Police. As stated in 1 (a) above, this policy shall not apply to bargaining unit sworn fire or bargaining unit sworn police personnel, provided however, that specialized # ISSUE DATE June 10,2005 PAGE OF R

34 personnel Manual B. DIRECTIVES & BENEFITS B40. Emergency Conditions B payroll coding, designating work hours as emergency assignments, shall be used to indicate all hours worked for accounting purposes. These codes are 'ESS" (Emergency Sworn Straight Time - 100%) and 'ESO" (Emergency Sworn Overtime - 150%). Emergency Mutual Aid. The pay status for employees as provided herein may apply to specified Emergency Mutual Aid assignments at the direction and discretion of the Mayor. Prior to assigning employees to Emergency Mutual Aid duties the department director shall confirm the authorization for special payment and shall utilize the applicable payroll codes as designated for that purpose. I ISSUE DATE OF June 10, PAGE.+

35 Pam Iorio, Mayor EXECUTIVE ORDER [> WHEREAS, Section of the City of Tampa Code provides that a state of local emergency shall be declared by Executive Order of the Mayor if she finds that an emergency as defined in Section , Florida Statutes, has occurred in the City or the threat thereof is imminent; and WHEREAS, Hurricane Dennis will or may directly affect the City of Tampa beginning on Friday, July 8, 2005 ; and WHERAS, in order to protect the health, safety and welfare of the citizens of the City of Tampa, the Mayor of the City of Tampa hereby declares that Hurricane Dennis and/or the imminent threat thereof constitutes an emergency as defined in Section , Florida Statutes; NOW, THEREFORE, by virtue of the authority vested in me as Mayor of the City of Tampa by Section 2-401, of the City of Tampa Code, the Charter of the City of Tampa and the Laws of the State of Florida, I hereby declare a state of emergency exists as of the date set forth below in connection with the imminent arrival of Hurricane Dennis, and hereby prescribe and promulgate the following: 1. That the all or part of the population from any threatened areas within the City of Tampa shall be evacuated as deemed necessary by City, County or State officials for the preservation of life or other emergency mitigation, response, or recovery. 2. That the procedures and formalities otherwise required of the City by law or ordinance pertaining to the performance of public works, entering into contracts, incurring obligations, employing temporary or permanent workers, utilizing volunteer workers, renting equipment, acquiring, distributing, with or without compensation, supplies and materials and facilities, appropriating and expending public funds, are hereby waived. 3. That all of the restrictions contained in Section of the City of Tampa Code, which is attached hereto as Exhibit A and incorporated herein by this reference, are imposed for the duration of the emergency.

36 4. That, to the extent necessary, physicians, nurses, ambulance operators performing medical services, on-duty employees in hospitals and other medical facilities, onduty military personnel, personnel of public utilities maintaining essential public services, city authorized or requested fire men, law enforcement officers and personnel and such other classes of persons as may be essential to the preservation of public order or necessary to serve the safety, health and welfare of the citizens of the City of Tampa during this emergency are exempted from the restrictions contained in Section of the City of Tampa Code. 5. That this Executive Order shall take effect immediately and shall terminate seven days after the date hereof unless suspended by subsequent executive order, or extended as necessary in seventy-two hour increments by additional executive orders issued by the Mayor. DONE and ORDERED this dav of 1 v APPROVED BY: Pam Iorio, Mayor